Alan Nguyen

• Develop a comprehensive approach for Global employee onboarding, development, retention, career growth paths, succession planning, employee development, and L&D opportunities
• Mediate appropriate methods of performance management and employee grievances
• Oversee payroll, benefits, workforce relations, performance evaluations, and turnover management
• Leverage Lattice to implement a streamlined talent management program and employee engagement
• Lead talent development processes including assessing and prioritizing initiatives to resolve strategic talent issues
• Coach peers on the Point of Rental executive team on leadership skills and management training
• Work with internal partners to design and execute strategic communications and programs to increase overall employee alignment and engagement.

Involuntary Termination - Reduction in Force/Layoff

• Projects: Global Title Synchronization, US Employee Handbook Audit, Talent Calibration SOP, Bi-Quarterly Equity Refresh, People Initiatives Calendar, Global Engagement Survey Application, Global Transfer Process, Chain of Approval
• M&A liaison – HRIS integration and People team allocation for acquired businesses, Pribas and Pace Revenue
• Led the organization in attracting, hiring, onboarding, developing, and retaining talent
• Supported cyclical People Programs initiatives such as performance review cycles, engagement surveys, and training
• Identified competency and talent gaps, developmental opportunities, and workforce discrepancies
• Developed programs to promote new managers from within, building and maintaining cohesive leadership structure
• Spearheaded change management and strategic turnaround for company during significant restructuring

Involuntary Termination - Reduction in Force/Layoff

• Hosted monthly talent reviews with Regional and District managers to identify trending performance and attrition risk
• Led Site Lead/P&C syncs to report out employee relations issues, change management, and site compliance
• Implemented departmental strategies [not limited to] talent acquisition and EEOC compliance
• Analyzed current trends in media escalation, damaged products, vendor relations, and driver partner coverage
• Supervised HR PMs with the goal of timely deliverables, improve process efficiency, and system readiness
• Analyzed minimum wages within 362 Micro fulfillment centers to maintain autonomy in location, job level, and tenure
• Crafted a new attendance policy to establish shift cycles vs expected inbound shipments

Voluntary Resignation - Recruited by former Amazon Global Human Resources Lead to join Gopuff

• Managed HR projects comprising of offboarding, EEO-1 reporting, total rewards, and talent management
• Utilized MS Projects to conduct regular HR Project Plan audits
• Worked closely with the CEO and CHRO to provide project updates and estimated timeline for implementation
• Constructed a new mid-year process for goal setting and manager feedback accomplishing a 90% adoption rate
• Developed the A0/A1 junior analyst program to integrate interns to various divisions throughout the company
• Created Projected vs Actual reports that summarized performance data for C-Suite leadership

Involuntary Termination - Reduction in Force/Layoff

• Represented AMZL on a roster management synchronization initiative to streamline employee allocation
• Led the Texas COVID-19 Response Team to ensure all contact tracing were completed within a 72-hour SLA
• Launched a delivery station in North Texas inclusive of HR processes, HRIS implementation, and roster audits
• Oversaw employee relations, retention, benefits, and workforce staffing inquiries within 24/7 delivery stations
• Maintained quarterly budget for associate engagement activities
• Forecasted assumptions headcount for 21-day plan and Prime-Same Day deliveries
• Submitted bridges on job abandonment, daily attendance, badge compliance, and Voice of the Employee call outs
• Updated training methods with the Legal and Compliance team by reviewing existing documentation

Voluntary Resignation - Pursued Human Resources Business Partner career path

● Supported 5+ recruiters across multiple service lines within the Southwest and Northeast offices

● Planned 2 large scale recruiting events bi-weekly consisting of 10+ internal and external candidates

● Worked closely with executives to brainstorm go-to-market campus strategy and review the yearly recruiting budget

● Led the entire campus hire orientation program for the Dallas-Fort Worth metroplex

● Maintained EY-alumni, career center, and professor relationships for the Southwest and Northeast regions

● Helped students with educational strategies by providing guidance on course selection and career options

● Oversaw recruiting efforts for the Advisory, Audit, Assurance, and Tax service lines in accordance to client needs

Voluntary Resignation: Company announced upcoming headcount reduction

• Worked with BU Vice Presidents to strategize and implement survey action items by Q1 2019
• Restructured the Recognition Program in areas such as monetary rewards, tenure milestones, and HSE nominations
• Audited local titles vs Global Position profile to ensure consistency throughout the Gulf region
• Aligned compensation profiles based on Global Position leading to internal equity true ups and market adjustments
• Provided staffing, structure, job design, and headcount forecasting for each BU
• Supported the Marine and Engineering Sales teams with talent initiatives, employee relations, and compensation planning
• Created a disaster recovery plan to in preparation for extreme weather conditions impacting employees nationwide

Voluntary Resignation - Offered external leadership opportunity

• Partnered with JLL employees who were staffed at Fortune 500 clients across the Mid-Atlantic and South Regions
• Consulted account leadership on processes the affect P&L and cost-cutting measures
• Simplified the HR organization matrix and career mapping to optimize performance
• Headed the campus recruiting program with an annual goal of 30+ intern hires for the Summer
• Allocated to 100-150 employees: responsible for JLL, HR, and dual employment compliance
• Delivered guidance on compensation planning, employee relations [inclusive of labor union], and data mitigation
• Developed performance-compensation reports with status updates and improvement recommendations